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Director HR/Workforce Analytics Resume Example

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DIRECTOR HR/WORKFORCE ANALYTICS
Professional Summary

Experienced leader with over 15 years in Analytics and HRIS spanning retail, non-profit and health care industries. Proven success using data to build and drive organizational strategies that yield a positive ROI. Prior experience initiating and developing COE's through the growth curve of basic reporting to impactful predictive analytics. Significant experience building relationships with Senior Executive teams up to and including the C-suite.

Skills
  • Predictive Analytics
  • Statistics Proficiency
  • Project Management
  • HRIS Systems
  • Data and Reporting Governance
  • Alteryx
  • Tableau
  • SQL
  • Consulting
Work History
Director HR/Workforce Analytics | 09/2013 to Current
Company Name - City, State

Built Quest's first HR/Workforce Analytics team supporting organization in all strategic analytics. Establishes and maintains relationships with C-suite leaders to use data that drives business results. Responsible for short and long term people analytics strategic roadmap as well as data/reporting governance.

  • Established network of Analytics SME's throughout organization to promote collaboration with business teams and drive impact through data while up-skilling analytical competency
  • Partnered with Employee Relations team to build predictive models to anticipate union activity and supervisor effectiveness. Provided ER team tools to pinpoint areas of risk at the supervisor level before union activity occurs
  • Created a predictive tool (stay interview) to identify biggest areas of employee dissatisfaction that could negatively impact turnover and employee production
  • Developed measurement models, reporting tools and consulting cadences to support a major Hoshin focused on reducing employee turnover. Estimated savings of over $3M
  • Built a staffing model highlighting how an increase in headcount could reduce overtime while still reducing overall spend. spend. Provided leaders with quantitative tools needed to optimize staffing while reducing expense
  • Developed overtime tools to identify areas of opportunity while highlighting specific strategies to improve. Company wide reductions in OT exceeding $5M annually
Sr. Consultant Analytics and Systems | 09/2012 to 08/2013
Company Name - City, State

Led the development of measurement models to support the Learning & Development and Talent Management teams to include implementation of a major HCM Cloud based solution. Provided insights to justify and build the team's portfolio of business with internal clients.

Manager - HR Analytics and HRIS | 08/2008 to 09/2012
Company Name - City, State

Built organization's first People Analytics and HRIS COE encompassing all aspects from reporting to predictive analytics. Established mechanisms for business consulting key in the ability to support organization from a strategic standpoint and brought HR to the C-suite "table". Partnered closely with leaders to solve business problems using data, facts and insights.

  • Created a "people model" (Human Capital Index) which correlated a collection of key people metrics back to business results. This index became an annual objective on every leader's review reinforcing the importance driving "people behaviors" in addition to business and financial ones
  • Designed a comprehensive Diversity scorecard that correlated improved staffing alignment to sales growth. Through this data "story" diversity targets were achieved in under 2 years
  • Developed a HR scorecard across a multiple businesses and establishing a vehicle for all people and HR COE analytics. Primary tool used to drive annual HR strategy and to highlight areas of risk
  • Led 6 Sigma project for HR call center which reduced call volume by 20%, improved satisfaction scores and reduced need to increase headcount (budget)
  • Built an“in-house” Employee Engagement survey saving GPI over $100k annually in expense while highlighting specific drivers of engagement which directly impacted the business (sales, sales per hour and employee retention)
Sr Analyst | 07/2005 to 08/2008
Company Name - City, State

Lead analyst responsible for developing and implementing workforce planning tools and processes within Belk's Northern Division supporting $750M in revenue.

  • Leveraging custom built processes and tools, the Northern Division was #1 to payroll adherence 3 years in a row (within +/-2% to budget)
  • Only Division that didn't conduct layoffs in a volatile economy due to the accuracy of business forecasts and staffing plans
  • Provided insights that allowed for precision staffing and scheduling by location/department/month/week/day and down to the hour.
Education
Bellevue University | MBAHuman Capital Mgt/Analytics, 2012
Wilmington University | B.SBusiness, 2003
Udacity | Predictive Analytics For Business 2019
Aveta InstituteSix Sigma Black Belt, 2010
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Resume Overview

School Attended

  • Bellevue University
  • Wilmington University
  • Udacity
  • Aveta Institute

Job Titles Held:

  • Director HR/Workforce Analytics
  • Sr. Consultant Analytics and Systems
  • Manager - HR Analytics and HRIS
  • Sr Analyst

Degrees

  • Bellevue University | MBA
    Wilmington University | B.S
    Udacity | Predictive Analytics For Business
    Aveta Institute

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